Lecturer Performance Research Articles

Development of Teaching Performance Evaluation Application for Lecturers Using K-Nearest Neighbor Method with Manhattan Distance Approach

Based on the initial observation, there are several underlying issues that form the basis of this research. The teaching performance evaluation at Padang State University has limitations regarding the courses to be evaluated. Each student can only evaluate 5 (five) courses per semester, where these five courses are randomly selected by the system, allowing each student to evaluate different courses even in the same class. The evaluation of teaching performance at Padang State University is not specific to individual lecturers but to the courses. One course can be taught by several lecturers, so students evaluating the learning cannot provide assessments for each lecturer. This results in each lecturer not having their own performance results. Furthermore, the teaching performance evaluation at Padang State University does not have a classification for the filled evaluations, thus requiring a long time to calculate the final results. This study uses the Research and Development (R&D) method with the 4-D development model consisting of four stages: definition, design, development, and dissemination. The type of data used is primary data obtained from 3 media validators, the evaluation administration of Padang State University, and 46 students. The data analysis technique used is descriptive data analysis to describe the validity and practicality of the developed lecturer performance evaluation application. The results of this development study produced a lecturer performance evaluation with 202 training data, 47 test data, resulting in an accurate system with a precision value of 88.76%, a recall value of 89.93%, and a program accuracy value of 94.04%. The validity results of the web-based learning evaluation conducted by media experts obtained a score of 0.864 with a valid category. The practicality value of using web-based lecturer performance evaluation by students obtained a score of 87.42 with a practical category. Meanwhile, the practicality value obtained by the evaluation administration of Padang State University is 89.33 with a practical category.

SISTEM PENDUKUNG KEPUTUSAN PENILAIAN KINERJA DOSEN DI UNIVERSITAS JABAL GHAFUR MENGGUNAKAN METODE 360 DEGREE BERBASIS WEB

One of Jabal Ghafur University's missions related to the quality of lecturers is to improve the quality of lecturers and other educational staff in carrying out various educational, research and community service programs according to development needs. A system or application is needed to support the selection of the best lecturers at Jabal Ghafur university, one method that is suitable to be applied is a decision support system by applying the 360 Degree method. This method provides an objective and accurate assessment of lecturer performance through various assessment sources consisting of superiors, subordinates, colleagues and self- assessments. Performance appraisal is done to compare the results of self-assessment performance with the assessment of others. The result of performance appraisal using the 360 degree method is a gap between the assessments made by other people (bosses, colleagues and subordinates).

Impact on Transformational, Professional Leaders and Work Discipline on Lecturer Performance Through Organizational Commitment of Private University at LLDIKTI Region IX

The lecturers' effectiveness is a key indicator of how higher education is improving. The university will do better the more well its lecturers perform. Performance results from lecturers carrying out their assigned tasks, in this case, implementing the higher education tri-dharma, which consists of teaching, research, and civil service. Achieving both the quantity and quality of higher education's tridharma implementation requires several criteria that impact both internal and external considerations. This research examines how organizational commitment in private higher education institutions in LLDIKTI Region IX affects lecturer performance regarding professionalism. Explanatory research using a quantitative approach directed by questionnaires is employed in the research design. Primary data was analyzed descriptively, and Structural Equation Modeling (SEM) was used. Based on research results, professionalism can improve lecturer performance. In this regard, it was found that professionalism can most influence lecturer performance. In particular, professionalism in social competence is reflected in the ability to express opinions. The main thing that can improve lecturer performance is having social competence that can build good and stable collaboration with other lecturers, education staff, students, and the community to support education.

Pengaruh Faktor-Faktor Kepuasan Kerja Terhadap Kinerja Dosen PTS di Bogor

The purpose of this study was to test and analyze the effect of job satisfaction factors consisting of the work itself (X1), salary (X2), promotion opportunities (X3), supervision (X4) and co-workers (X5) on lecturer performance and the influence of variables X1, X2, X3, X4 & X5 simultaneously on lecturer performance. This study uses primary data through a survey of as many private university permanent lecturers (PTS) in Bogor. The collected data was processed and analyzed using SPSS software. From the results of this study indicate that; (1) work has a positive and significant effect on the performance of permanent lecturers at PTS in Bogor; (2) salary has no effect on the performance of permanent lecturers at PTS in Bogor; ; (3) promotion opportunities have no effect on the performance of permanent lecturers at PTS in Bogor; (4) supervisors have a positive and significant effect on the performance of permanent lecturers at PTS in Bogor; (5) colleagues have a positive and significant effect on the performance of permanent lecturers at PTS in Bogor; (6) variable X (factors of job satisfaction) as a whole is positive and significant to the performance of PTS lecturers in Bogor by 50.1% Keywords: work, supervision, colleagues, performance

The Role of Organizational Support in Enhancing Lecturer Performance: The Role of Commitment as a Mediator and Lecturer Certification as a Moderator

This study aims to examine the influence of organizational support on the performance of lecturers, mediated by commitment, and moderated by lecturer certification. The research was conducted in the undergraduate program in the field of economics at private universities in Riau Province. The research method used was a survey with a questionnaire as the data collection instrument. The population and sample of the study consisted of 269 respondents. Data analysis was conducted using SEM-PLS. The results of the study indicate that organizational support has a significant effect on commitment. Organizational support also has a significant effect on performance, which is mediated by commitment. Furthermore, organizational support affects performance, which is mediated by commitment and moderated by lecturer certification. The implications of this research highlight the importance of private universities in Riau Province considering these factors in the management and development of human resources, especially lecturers, to improve the quality of education. This study provides theoretical and practical contributions to understanding the factors that influence lecturer commitment and performance.

Foreign academic adaptation: Emotional intelligence and resilience perspectives

This research navigates the dynamic terrain of global academia, where an increasing number of scholars seek international opportunities for diverse academic growth. Recognizing a significant gap in the existing literature, this study proposes to delve into the often-overlooked dimension of adaptive performance among foreign academics. Building on the foundation of cross-cultural adaptation theory, the research empirically tests the interplay between emotional intelligence and psychological resilience in shaping the adaptive performance of foreign lecturers. In an effort to ground this exploration, a structured questionnaire was administered to 800 lecturers based in tier 1 cities, including new tier 1 cities, in China. These cities were strategically chosen due to their dense populations and being hubs for a majority of higher educational institutes. The ensuing analysis, conducted through PLS-SEM, yielded compelling evidence affirming the pivotal roles of emotional intelligence and psychological resilience as influential factors in determining adaptive performance. Crucially, the study unraveled the significant mediating role played by psychological resilience in linking emotional intelligence and adaptive performance. These findings not only contribute to the academic discourse but also offer actionable insights for practitioners.

Lecturer Performance Measurement Based on Organizational Culture and Leadership Behavior Analysis Using Pearson Correlation

Lecturer Performance Measurement Based on Organizational Culture and Leadership Behavior Analysis Using Pearson Correlation

The Influence of Islamic Leadership and Organizational Culture on Lecturer Satisfaction and Performance Alkhairaat Palu University

Objectives: The aim of this research is twofold. Firstly, it seeks to analyze the influence of Islamic leadership and organizational culture on the job satisfaction and performance of lecturers at Alkhairaat University, Palu. Secondly, it aims to examine the impact of Islamic leadership and organizational culture on satisfaction and performance through job satisfaction. Methods: This verification research employs a quantitative approach to analyze the influence of Islamic leadership variables and organizational culture variables on job satisfaction and performance of lecturers at Alkhairaat University, Palu. Results: The results of this research reveal that Islamic leadership significantly affects the job satisfaction of lecturers at Alkhairaat University, Palu. Additionally, Islamic leadership has a significant effect on lecturer performance through job satisfaction, although it does not directly impact performance. This finding suggests that the influence of Islamic leadership on performance is mediated by job satisfaction. Organizational culture variables, on the other hand, significantly affect both job satisfaction and performance of lecturers at Alkhairaat University, Palu. Furthermore, organizational culture influences performance through satisfaction. Job satisfaction itself is found to significantly affect the performance of lecturers at Alkhairaat University, Palu. Conclusion: In conclusion, this research highlights the significant influence of Islamic leadership and organizational culture on the job satisfaction and performance of lecturers at Alkhairaat University, Palu. While Islamic leadership directly impacts job satisfaction and indirectly affects performance through satisfaction, organizational culture directly influences both job satisfaction and performance. These findings underscore the importance of fostering positive Islamic leadership and a conducive organizational culture in enhancing the satisfaction and performance of lecturers in an Islamic-based institution like Alkhairaat University.

Influence Work-Family Conflict, Workplace Well-Being, and The Workload Turnover Intention on Lecturer Performance in LLDIKTI Region IX

Objectives: The research aims to achieve several objectives: Test the effect of work-family conflict on turnover intention.Test the effect of workplace well-being on turnover intention. Test the effect of workload on turnover intention. Test the effect of work-family conflict on performance. Test the effect of workplace well-being on performance. Test the effect of workload on performance. Test the effect of turnover intention on performance. Test the effect of work-family conflict on lecturer performance through turnover intention. Test the effect of workplace well-being on lecturer performance through turnover intention. Test the effect of workload on lecturer performance in Higher Education Region IX through turnover intention. Methods: This research employs primary data collection, with a population of 17,859 individuals and a sample size of 150. The analysis model used is descriptive quantitative, and Smartpls software is utilized as the analysis tool. Results: Work-family conflict has a positive but insignificant effect on turnover intention among lecturers in LLdikti Region IX, Makassar. Workplace well-being negatively and significantly affects turnover intention among lecturers in LLdikti Region IX. Workload positively influences turnover intention among lecturers in LLdikti Region IX. Work-family conflict has a negative and insignificant effect on the performance of lecturers in LLdikti Region IX. Workplace well-being positively impacts the performance of lecturers in LLdikti Region IX. Workload negatively affects the performance of lecturers in Higher Education Region IX. Turnover intention positively affects the performance of lecturers in Higher Education Region IX. Work-family conflict insignificantly influences lecturer performance through turnover intention in Higher Education Region IX. Workplace well-being significantly influences lecturer performance through turnover intention in LLdikti Region IX. Workload significantly influences lecturer performance through turnover intention in LLdikti Region IX. Conclusion: In conclusion, the research findings highlight the nuanced relationships between various factors and their impact on turnover intention and performance among lecturers in Higher Education Region IX. While work-family conflict and workload show mixed effects on turnover intention, workplace well-being emerges as a significant factor influencing both turnover intention and performance positively. The findings underscore the importance of addressing work-related stressors and fostering a supportive work environment to enhance lecturer performance and mitigate turnover intention in academic settings.

Pengaruh Employee Engagement dan Kepuasan Kerja terhadap Kinerja Dosen serta Penggunaan Metode ADDIE untuk Rekomendasi Perbaikan

This study aims to test and analyze the effect of employee engagement and job satisfaction on the performance produced by lecturers of the Sumatra Institute of Technology (ITERA) and provide program recommendations to overcome performance problems that occur. The population in this study was all ITERA lecturers with a total of 574 lecturers and samples were obtained with the Slovin formula which resulted in 85 ITERA lecturers. Data collection was carried out through questionnaires and then the results were analyzed by: validity tests, reliability tests, classical assumption tests, determination coefficient tests, hypothesis tests, and multiple linear regression tests using SPSS. The method used to determine improvement recommendations is the ADDIE method. The results showed that employee engagement and job satisfaction have an influence on the performance of ITERA lecturers. Based on these results, the proposed program recommendations include the provision of benefits, socialization of IKU, and the SISTER application and training and certification designed with the ADDIE method which is expected to overcome performance problems that occur. Keywords: Employee Engagement, Job Satisfaction, Performance

E-Collaboration and Academic Performance of Lecturers

Electronic collaboration is increasingly becoming more popular among both the practitioners and the academics; however, the practitioners have taken more advantage of it than the academics. Despite the importance of e-collaboration to the education sector over the years, there appears to have been a dearth in literature. Academic literature is yet to be explored more deeply. Only a few studies on e-collaboration are still considered a crucial feature in collaboration research in the academic domain. The correlation analysis result revealed that e-collaboration has positive strongly correlation with both teaching and research performance at p>0.01. Also, the hypothesis testing result revealed that there is a significant relationship between e-collaboration and teaching performance, and between e-collaboration and research performance at p<0.05 respectively. Based on this, the study therefore concluded that e-collaboration has a positive significant relationship with both teaching and research performance. The study offered limitations and suggestions for future studies.

The Influence of Leadership, Learning Organization, Compensation, and Work Motivation on Lecturer Performance in the Legal Study Program at Ll3dikti Jakarta

This research aims:: 1) To determine the influence of leadership on the performance of permanent lecturers in the Bachelor of Law study program with B accreditation at a private university with B accreditation in the LL3dikti area of Jakarta. 2) To determine the influence of learning organizations on the performance of permanent lecturers at private universities in the B-accredited Bachelor of Legal Sciences Study Program in the LL3 Higher Education Environment in Jakarta.? 3) To determine the influence of competency on the performance of permanent lecturers at a private university with a B accreditation Bachelor of Law Study Program in the LL3Dikti Jakarta environment? 4) To find out the influence of work motivation on the performance of permanent lecturers at private universities in the Bachelor of Law Study Program with B accreditation in the LL3Dikti Jakarta environment ?. Design/Methodology/Approarch: This research uses a quantitative survey method with a population of 8 private universities with a total population of 365 undergraduate lecturers in the Law Science Study Program and a sample by calculating the number of questions from 5 variables. Findings: 1. Shows that there is a positive and significant influence on Social Sciences which remains at 0.46 and 99.46. There are other variables that influence the performance of Lecturers. 2. Shows that there is a positive and significant influence on Performance of 0.28 and 99.27. There are other variables that influence Lecturer Performance. 3. Shows that there is a positive and significant influence on Lecturer Performance of 0.39. and 99.04 there are other variables that influence Lecturer Performance. 4. Shows that there is a positive and significant impact on lecturer performance of 0.96.

PENGARUH KUALITAS LAYANAN MANAJEMEN TERHADAP PRESTASI BELAJAR MELALUI KEPUASAN MAHASISWA DI INSTITUT ISLAM MAMBA’UL ‘ULUM SURAKARTA

The purpose of the study was to examine the indirect effect of management service quality on learning achievement through student satisfaction. Management services include lecturer performance, academic services and infrastructure facilities. Testing the direct effect of management services on student achievement and on student satisfaction. Research data were taken from the population of active students of IIM Surakarta. The sample used was 342 students with Purposive sampling technique based on active students with a minimum GPA of 3.5. Data collection using questionnaires with structural equation model (SEM) analysis techniques. The results of the study based on the Direct Effect (path coefficient) table of direct hypothesis influence, show that lecturer performance and infrastructure have a positive and significant effect on student achievement and academic services have no significant effect on student achievement, management services have a positive and significant effect on student satisfaction. The result of the indirect hypothesis influence is that student satisfaction plays a role in mediating the effect of management services on student achievement. Where, H1, H2, H4, H5, H6, H7, H8, H9 and H10 are accepted and H3 is rejected.

Performance Analysis of STIE Lecturers in LLDIKTI Region III Jakarta

Objective: This research aims to identify factors that influence lecturer performance and develop a model that can explain the relationship between achievement motivation, lecturer competence, organizational commitment, and job satisfaction with the performance of permanent lecturers in seven higher education schools in Region III Jakarta.
 Methodology: This research applies the Partial Least Squares Structural Equation Modeling (PLS-SEM) method involving 189 respondents who were randomly selected through questionnaire distribution with a 1-5 Likert scale .
 Research results: analysis results, lecturer performance can be explained by Achievement Motivation, Organizational Commitment, and Competence, with Lecturer Organizational Commitment being the most dominant variable. This research presents novelty through the application of a model that has never been used before in Lecturer Performance case studies, which integrates variables and dimensions from previous research. Although there have been many studies discussing Achievement Motivation, what is unique is that this research shows a negative and significant influence on Job Satisfaction. Apart from that, Job Satisfaction does not function as a mediator between lecturers' Achievement Motivation, Competence and Organizational Commitment on lecturers' performance.

Optimalisasi Kinerja Dosen Melalui Pelatihan Penulisan Ilmiah Jurnal Terakreditasi Sinta

Generating quality published articles is one of the lecturers' obligations. This can improve lecturer performance and have an impact on increasing higher education accreditation. However, there are still many lecturer articles published in uncredited journals. Apart from that, there are still many lecturers who do not understand the systematics of writing in accredited national journals. Therefore, the faculty of economics and business, Pekalongan University carries out scientific writing and publication training as well as utilizing the SINTA account to improve lecturer performance. The training was carried out in four stages, namely the initial survey stage, the training material socialization stage, the writing practice stage and utilizing the SINTA account, and the activity evaluation stage. The survey results showed that there was an increase in the percentage of participants who understood the systematics of writing in the SINTA journal from 57% before the training to 91% of the total. Meanwhile, the percentage of participants who were able to utilize the SINTA account also increased from 44% before the training was carried out to 82% after the training was carried out. Keywords: lecturer performance; reserach; article publication

The Importance of Collaborative Ability and Emotional Intelligence in Shaping Job Satisfaction and Lecturer Performance in the Transformational Era

The paper aims to provide evaluations and solutions to optimize job satisfaction and lecturer performance during an innovative and cultured sustainable educational transformation in the era of an independent campus. 360 lecturers were chosen as the respondents from four universities with excellent accreditation in Sumatera, Indonesia: _Syiah Kuala_ University, University of Sumatera Utara, State University of Medan, and _Andalas_ University. The raw data was collected using two methods: a survey method by distributing questionnaires and conducting Focus Group Discussions. Data collected is processed and analyzed through Multiple Linear Regression analysis using path analysis and the Sobel test to evaluate the significant relationship between the intervening and the independent variables on the dependent variable. The research proved that collaboration skills and emotional intelligence have a positive and significant effect on job satisfaction and lecturer performance. Job satisfaction also has a positive and significant effect on lecturers' performance. Collaboration Ability is the dominant variable affecting job satisfaction and lecturers' performance. The collaboration skills and Emotional Intelligence possessed by lecturers at Superior Accredited Universities on the Island of Sumatera positively and significantly affect job satisfaction and lecturer performance. The research results prove that lecturer job satisfaction positively and significantly affects lecturer performance.

The leadership of quality strategic for improvement lecture performance toward excellence’s university

This research found the strategic leadership of quality for improving lecture performance at the university as a public service. Leadership strategic aspects have affected the lecture performance. This research uses mix methods design. This research has been developed by strategic leadership for a quality model at the University of Mataram with qualitative case study. This research found strategy leadership of quality has an effective contribution to improving the lecture, dean, and head of study’s program performance at the University of Mataram, The strategy leadership for quality has more contributions to improve the lectures and education staff of study program. The faculty leadership element, namely the dean and head of a study program, has a considerable contribution to improving the performance of the institution he leads. The dean of the faculty must be able to plan educational and research programs well, this is seen from the planning, coordination, monitoring, and evaluation of each organizational unit within the University of Mataram. Furthermore, the head of the study program must also be able to transform superior study programs, such as doctoral study programs, and doctoral study programs at the University of Mataram.

Foreign academic adaptation: Emotional intelligence and resilience perspectives

This research navigates the dynamic terrain of global academia, where an increasing number of scholars seek international opportunities for diverse academic growth. Recognizing a significant gap in the existing literature, this study proposes to delve into the oftenoverlooked dimension of adaptive performance among foreign academics. Building on the foundation of cross-cultural adaptation theory, the research empirically tests the interplay between emotional intelligence and psychological resilience in shaping the adaptive performance of foreign lecturers. In an effort to ground this exploration, a structured questionnaire was administered to 800 lecturers based in tier 1 cities, including new tier 1 cities, in China. These cities were strategically chosen due to their dense populations and being hubs for a majority of higher educational institutes. The ensuing analysis, conducted through PLS-SEM, yielded compelling evidence affirming the pivotal roles of emotional intelligence and psychological resilience as influential factors in determining adaptive performance. Crucially, the study unraveled the significant mediating role played by psychological resilience in linking emotional intelligence and adaptive performance. These findings not only contribute to the academic discourse but also offer actionable insights for practitioners.

Role of Workplace Spirituality and Organizational Citizenship Behavior (OCB) In Improving Lecturers’ Performance

Educators serve as primary stakeholders profoundly shaping the caliber of tertiary educational establishments. Various determinants impact educator performance, encompassing competencies, motivational factors, discipline, and leadership qualities, as well as Organizational Citizenship Behavior (OCB), where employees’ actions surpass their primary job responsibilities. This study intends to experimentally demonstrate the impact of workplace spirituality on the productivity of Lecturers in the Muhammadiyah Aisiyah College (PTMA) setting, both directly and indirectly. To gather empirical data on the impact of workplace spirituality on the performance of PTMA lectures, this study used a quantitative method with a causality design. A questionnaire completed by 260 academics was used to obtain the data. The PLS method and structural equation modeling were used to examine the data. processing data with the SMARTPLS program. According to the study's findings, OCB is positively and significantly influenced by the spiritual workplace, and both OCB and performance are positively and significantly impacted by the spiritual workplace's impact on PTMA lecturers’ performance. The final significant finding is that OCB can enhance performance in spiritual workplaces. These findings have consequences for PTMA managers, and it is vital to encourage an increase in OCB by bolstering the spiritual workplace in the PTMA they oversee to boost the performance of their lecturers.

Sustainable Human Resource Management on Professional Identity and Job Performance of University Lecturers by Appointment System in China

Purpose: This study aims to examine the impact of sustainable human resource management (SHRM) on professional identity and job performance of university lecturers by appointment system in China. Method: A qualitative study was conducted through interviews with eight respondents from eight public undergraduate universities in China selected by purposive method. Content analysis and NVivo test version were used to analyze and interpret the data. Result and Conclusion: The findings reveal that Recruitment and retention of professionals, Maintenance of healthy and motivated professionals, and Development of professionals' skills have effects on professional identity and job performance of university lecturers by appointment system in China. Moreover, Development of professionals’ skills is related to Maintenance of healthy and motivated professionals, which is reflected in recruitment and retention of professionals. When recruitment and retention of professionals is higher, it reflects higher professional identity and job performance of lecturers. Research Implications: SHRM on professional identity and job performance of university lecturers model consists of Recruitment and retention of professionals, Maintenance of healthy and motivated professionals and Development of professional’s skills. Originality/Value: The study examined three dimensions of sustainable human resource management and concluded that sustainable human resource management (SHRM) not only helps to improve the work performance of university teacher within the appointment system, but also strengthens their professional identity.